Recruit + Retain

Here are two pieces of advice to consider that can drastically improve your chances of making a great hire.

When the dust settles and your company can reopen, onboarding those laid-off employees will be crucial to getting things back on track quickly.

From a small labor pool to shrinking interest in the lumber industry, the hiring process is already hard enough without creating additional hurdles for yourself.

One of the most common reasons companies decide to invest in a recruiting partner is because they’re not getting the results they want and need from their sales teams.

We’ve found that there are three main challenges in, and solutions to, finding and hiring best-in-class building products executives and team members.

When it comes to “most dreaded things,” firing an employee likely ranks at the top of your list alongside talking to opinionated relatives at holidays and filing your tax returns.

Sometimes it’s not them — it’s us. Leaders don’t often see themselves as having a role in the poor performance of their employees.

How do you determine those goals? How much should your sales reps be accomplishing in terms of leads, project quotes, and other indicators? The good news is that both the building products industry and your team members already generate data points that you can use to answer these questions.

It's the eternal question for most companies, LBM or otherwise: Am I paying enough to attract the best people?

If you find yourself with a position that’s tough to fill or that has had high turnover due to poor hires, it might be time to call in the pros.